Cases within A

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  Abraham v Fenland District Council [1994] IT/11446/94 (1 report relating to this case)

  • Asian wouldn't 'fit in'

    Date:

    1 March 1995

    A Sri Lankan-born candidate was discriminated against when his application for the post of director of community services was turned down, a Bury St Edmunds industrial tribunal (Chair: D R Crome) has ruled in Abraham v Fenland District Council.

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  Abrahamsson and Anderson v Fogelqvist [2000] IRLR 732 ECJ (1 report relating to this case)

  • Sex discrimination: EC law precludes positive action measures granting automatic preference

    Date:

    1 December 2000

    In Abrahamsson and Anderson v Fogelqvist the European Court of Justice rules that provisions of Swedish legislation intended to address the underrepresentation of women in university appointments were precluded by EC equal treatment legislation.

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  Adamson v B & L Cleaning Services Ltd [1995] IRLR 193 EAT (1 report relating to this case)

  • Unfair dismissal: Dismissal of competing employee was fair

    Date:

    1 May 1995

    An employer is entitled to expect that an employee will not compete with it for contracts with existing customers, holds the EAT in Adamson v B&L Cleaning Services Ltd.

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  Adeneler and others v Ellinikos Organismos Galaktos [2006] IRLR 716 (1 report relating to this case)

  • Fixed-term employees: Successive fixed-term contracts and objective justification

    Date:

    1 December 2006

    In Adeneler and others v Ellinikos Organismos Galaktos [2006] IRLR 716 the European Court of Justice has held that the objective reasons justifying the use of successive fixed-term contracts must relate to the particular employment in question.

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  Adin v Sedco Forex International Resources Ltd [1997] IRLR 280 CS (1 report relating to this case)

  • Adin v Sedco Forex International Resources Ltd

    Date:

    1 May 1997

    In Adin v Sedco Forex International Resources Ltd [1997] IRLR 280 CS, the Court of Session held that if an employer provides sickness benefits it will be a breach of contract to dismiss an employee on grounds of ill health while he or she has sickness benefit outstanding.

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  Ahmad v Inner London Education Authority [1977] ICR 490 CA (1 report relating to this case)

  • Ahmad v Inner London Education Authority

    Date:

    31 December 1977

    In Ahmad v Inner London Education Authority [1977] ICR 490 CA, the Court of Appeal held that the right to freedom of thought, conscience and religion established by Article 9 of the European Convention on Human Rights does not entitle an employee to be absent from work for the purpose of religious worship in breach of contract.

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  Ahmad v UK [1982] 4 EHRR 126 ECHR (1 report relating to this case)

  • Ahmad v UK

    Date:

    31 December 1982

    In Ahmad v UK [1982] 4 EHRR 126 ECHR, the European Commission of Human Rights held that a local authority's refusal to allow Mr Ahmad time off work on Fridays to attend prayers at a mosque did not infringe his freedom of religion or his right to enjoy rights and freedoms without discrimination.

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  Ahmed and others v United Kingdom [1999] IRLR 188 ECHR (1 report relating to this case)

  • Ahmed and others v United Kingdom

    Date:

    1 March 1999

    In Ahmed and others v United Kingdom [1999] IRLR 188 ECHR, the European Court of Human Rights held that the Local Government Officers (Political Restrictions) Regulations 1990 did not breach the European Convention on Human Rights, since the interference with the employees' rights had been shown to be 'prescribed by law', in pursuance of one or more legitimate aims within the meaning of Article 10(2) of the Convention and was 'necessary in a democratic society' to attain them.

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  Airbus UK Ltd v Webb [2008] IRLR 309 CA (1 report relating to this case)

  • Dismissal: Expired disciplinary warnings do not have to be ignored for all purposes

    Date:

    9 May 2008

    In Airbus UK Ltd v Webb [2008] IRLR 309, the Court of Appeal held that Diosynth Ltd v Thomson did not establish a rule of law that spent warnings must be ignored for all purposes. On the facts, where a spent warning was not part of the reason for the dismissal, but the basis for the employer's refusal to exercise leniency in respect of later gross misconduct, neither Diosynth nor the wording of s.98 of the Employment Rights Act 1996 rendered the dismissal necessarily unfair.

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  Airbus UK v Webb EAT/0453/06 (1 report relating to this case)

  • Unfair dismissal: Expired disciplinary warnings must be disregarded for all purposes

    Date:

    13 June 2007

    In Airbus UK v Webb EAT/0453/06 the EAT has held that where an employee was dismissed for gross misconduct, but would not have been dismissed but for the fact that he had an expired final written warning on his record, the dismissal was unfair. The result of the expiry of the warning was that he was entitled to be treated as though he had no disciplinary record at all.